Is AI for Recruiting indeed required?
This is an intense debate where one might ask that if a machine/bot can ever replace the functional excellence of a human brain? Though it’s not possible to throw a concrete and established answer to this but here in this write up you will come across certain facts which will make you think that it’s beneficial to involve AI for recruiting candidates. As recruiting bots are now a popular thing which recruiters and interview candidates deal with, its better we discuss a bit of its actual worth.
Video Hiring
It is said that the first round of an interview process determines whether a candidate would go forward and get the job or not. This is because in the first round with the HR, the candidate’s soft skill level, soundness of technical knowledge and emotional index is more or less exposed in front of the HR. But this takes time and at times during mass scale hiring, it’s not possible to execute proper judgment of a candidate.
Thus to avoid this situation and yet stick to the basic principles of hiring, video interview bots platform comes up in the arena. Programmed to act and perform just like a real-life HR, interview bots discards human error while analyzing and scrutinizing a candidate. It conducts MCQ rounds and also analyses sentiments and emotions of candidates. Once it is done it gives scores to a candidate on the basis of the pre-programmed parameters.
Leaderboard and Time Saving Approach
The leaderboard is automatically created by the bot which consist of the scores of each candidate on various parameters. As the judgment given by the bot is free of errors which a real-life HR would probably do in the midst of a tiring hiring process, the worth of using a bot is indeed justified. The leaderboards makes the job of a recruiter as he finds everything he needs at hand. The only thing which needs to be done is to check the ranking and take the table toppers to the next round.